Current Situation and Countermeasures of Human Resource Management in Chinese Enterprises

: With the rapid development of China's economy and the process of globalisation, enterprise human resource management is also facing new challenges and opportunities in China. This thesis analyses the current situation of HRM in Chinese enterprises, discusses the current problems, and puts forward corresponding countermeasures and suggestions, aiming to provide effective HRM solutions for Chinese enterprises to improve their competitiveness and sustainable development.


Introduction
Human resource is one of the most important resources for enterprises and plays a vital role in the development of enterprises. Through reasonable and efficient human resource management, enterprises can better mobilise the motivation and creativity of employees, improve employee satisfaction and loyalty, and thus promote the sustainable development of enterprises. However, in Chinese enterprises, there are many problems and challenges in human resource management, such as insufficient recruitment and training, poor incentives, and brain drain. This thesis will analyse the current situation of HRM in Chinese enterprises and put forward corresponding countermeasures and suggestions, with a view to providing effective HRM solutions for Chinese enterprises.

Inadequate recruitment and training
Recruitment and training are important parts of human resource management in Chinese enterprises. However, the high demand and limited supply for talents have led to many enterprises facing difficulties in recruitment. At the same time, Chinese companies also have problems with training, lacking comprehensive and systematic training programmes, resulting in the inability to effectively improve the competence and quality of employees. On the one hand, companies tend to pay more attention to candidates' academic qualifications and work experience during the recruitment process, while neglecting their practical abilities and innovative spirit. This has led to many excellent talents being missed, and at the same time, it has also made some people with insufficient qualifications and experience enter the enterprise, which has hindered the development of the enterprise. On the other hand, enterprises have not invested enough in the training of their employees, and often only meet the basic technical training, while neglecting the comprehensive quality and career development of their employees. This leads to the lack of professional knowledge and skills of employees, unable to adapt to the changes in the market and the strategic needs of the enterprise.

Incomplete incentive mechanism
On the one hand, many enterprises still use traditional pay incentives, such as determining the salary level according to the salary grade and years of work, ignoring the actual contribution and value of employees, incentive incentives lack of differentiation, the same incentives for different positions and different grades of employees can not play the incentive effect. This makes some excellent employees feel unfair and affects their motivation and creativity. On the other hand, many companies lack diversity and flexibility in their incentive programmes, often focusing only on material incentives and neglecting the non-material needs of employees, such as career development and job satisfaction. This leads to lower employee loyalty to the organisation and easy turnover.

Talent Loss
Talent loss is a long-standing problem in human resource management in Chinese enterprises. Due to the fierce competition in the market, many employees will choose to jump ship or leave China in search of better development opportunities. This not only leads to the loss of valuable talent resources, but also increases the recruitment and training costs of enterprises. On the one hand, due to insufficient recruitment and training as well as inadequate incentives, many talented people choose to leave the company in search of better development opportunities. This has led to a shortage of talent reserves, which has hindered the development of the enterprise. On the other hand, many enterprises have sloppy and wasteful problems in personnel management, often failing to effectively tap and develop talents, leading to the waste and loss of talents.

Strengthen recruitment and training
In order to solve the problem of insufficient recruitment and training, Chinese enterprises can take the following countermeasures: actively carry out school-enterprise cooperation, establish close ties with universities, identify talent needs in advance and absorb outstanding graduates through internships and training programmes; and set up a perfect recruitment process, including clear recruitment criteria, interview assessment and background checks.
Establish a comprehensive and systematic training programme, including professional skills training and management ability development, etc., in order to improve the ability and quality of employees.

Improve incentive mechanism
In order to improve the incentive mechanism, Chinese enterprises can adopt the following countermeasures: diversified incentives, which not only include salary incentives, but also take into account non-economic factors such as employees' growth opportunities, promotion opportunities, and welfare benefits, etc.; differentiated incentives, which are aimed at employees in different positions and at different grades in order to improve incentive effects.
Establish a scientific and reasonable remuneration system, including performance appraisal and reward mechanism. Secondly, establish a fair and transparent promotion channel, and provide employees with promotion opportunities through internal training and competition. In addition, enterprises can also strengthen employee care, provide a good working environment and welfare benefits, and stimulate the enthusiasm and creativity of employees.

Enhance employee satisfaction and loyalty
In order to reduce the brain drain, Chinese enterprises can take the following countermeasures: improve the working environment and employee welfare benefits to enhance employees' job satisfaction; establish a good corporate culture to enhance employees' sense of belonging and loyalty; and provide development opportunities and promotion space to increase employees' career development potential. Establish a good talent development programme, including the provision of development space, training and learning opportunities. Optimise the remuneration and benefit system to ensure that it is in line with the market and provide appropriate incentives based on individual performance. In addition, companies can pay attention to employees' work-life balance, reduce work pressure, and provide a good team atmosphere and cultural environment.

Conclusion
Human resource management in Chinese enterprises faces many problems and challenges, such as insufficient recruitment and training, poor incentives, and brain drain. In order to solve these problems, Chinese companies can strengthen recruitment and training, improve incentive mechanisms, and enhance employee satisfaction and loyalty. These countermeasures and suggestions will help Chinese enterprises to improve their human resource management and enhance their competitiveness and sustainable development.